In
September 2009 PeoplePulse surveyed Australian HR Leaders and asked them to articulate
their key HR focus for 2009 / 2010 in their own words. This page sumarises the
results.
8 Key themes arose
for HR Leaders in 2009/2010 - namely: 1.
Managing Change
2. Industrial Relations / Policy Issues
3. Company Culture
4.
Leadership Development
5. Staff Engagement
6. Knowledge Management / Transfer
7.
Reward / Recognition / Remuneration
8. Training
Here's
a pictorial representation of the relative importance of free text responses received:
Your
key HR focus for 2009 / 2010 - Examples of specific comments received:
1.
Managing Change:
Examples
of comments included: Dealing
with change and people transiting to the organisation from different cultures
and organisations including adapting new vision, values as well as systems and
processes with existing or non-existing processes. As
we work towards a cultural shift to better align with our corporate vision and
strategy leaders need to be motivated, competent and supported to bring about
this change. Organisation will
be undergoing significant change. Employees will need much support and communication
during this process.
2.
Industrial Relations / Policy Issues:
Examples
of comments included: Due
to Fair Work Act we have many areas we need to review and implement change, also
we have had a change on focus in the type of work we are doing as this has resulted
in extra interest from the unions. Our
Key focus will be the Fair Work Australia and the changes that this brings with
it. Supporting the survivors of
major organisational restructures, engaging them and keeping them productive.
Also managing the changed IR landscape. Maintaining
employee engagement in the face of new legislation that allows more unions so
much more access to our staff than before and collective bargaining under FWF. Transitioning
to FWA, FWA legislative compliance, implementation of modern awards and NES into
business and associated risk management.
3.
Company Culture:
Examples
of comments included: Changing
the culture to high performance, proactive service. The
HR Focus will be to develop an open culture, with regular reviews as well as succession
planning for all staff. The other focus will be to allow people to get involved
and bring idea to the table in relation to company culture. Our
number one focus in the next 12 months will be on culture change.
4.
Leadership Development:
Examples
of comments included: Leadership
Development with a view to skill managers on how to develop trust, represent the
company and engage staff. Leadership
development / retention, as the economic recovery from the 'Global Financial Crisis'
appears to be far quicker than many anticipated. Leadership
development - ensuring we have great leadership and management despite the GFC.
Positioning ourselves so that we are ahead of the pack once the economy recovers. Fostering
staff development and therefore commitment to the organization. Leadership
development; and employee development.
5.
Staff Engagement:
Examples
of comments included: Engagement
has such strong links to recruitment, development and productivity it becomes
the key to investing in the right people. The
main issue facing us in HR at this point in time is getting the senior managers
to understand the importance of engagement Focus
will be in finding new ways to improve employee engagement and employer branding,
in light of impacts of the GFC We
will work on staff engagement by focusing on training and developing our people
to deliver the excellence we will need.
6.
Knowledge Management / Transfer:
Examples
of comments included: Holes
are appearing in knowledge management. Therefore sharing and succession are mandatory
issues. Focusing on our Leadership
and management capability. Talent
management and Knowledge transfer/capture.
7.
Reward / Recognition / Remuneration:
Examples
of comments included: Our
number one focus in 09/10 will be on Reward and Recognition. Identify
training and development needs to assist in reward and recognition initiatives. Making
the sure we have the right people in the right roles and are being remunerated
appropriately. Meeting remuneration
expectations within very tight budget.
8.
Training:
Examples of comments
included: Training and
development of staff as a result of new regulations coming into the industry we
work within. Improve training
and promote multi skill as priority investment in every employee. Invest
in raining & education to help decrease staff turnover.
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